The Work/Life Balancing Act

Are companies really beefing up perks?

An article in the Sun Sentinel this morning says employers are beefing up perks to keep their talented rosters intact. One staffing recruiter said the pendulum has swung back and that bonuses are back in vogue. Another company said it's going to offer employees additional training.

To that, I say, "Hogwash!"

While some employers in very specific industries might be saying outloud that they are increasing benefits, I'm having trouble believing its true in most industries and for most businesses.

Is your employer becoming more generous?

To me, It just doesn't seem like the economy has come back enough for employers to want to take on any upfront costs for more or better benefits.

Just this morning, the Daily writes: 

Wondering why you haven't seen the performance you've hoped for from your 401(k) lately? A big reason may be that your employer is simply not putting what it used to into the account. 

One of the best perks of 401(k) plans is the matching contribution that employers traditionally make when workers save money in the retirement accounts. Yet these days, fewer companies are making 401(k) matches: The number of companies offering matching has fallen by almost 7 percent since 2009, according to a study from American Investment Planners. The trend of cutting back matching is just one way employers are taking the scalpel to their benefits budgets. The AIP study found that 6 percent of 401(k) plans have been terminated outright.

Are times changing after years of layoffs and high unemployment? Maybe a little, but not much. We know it's costly to replace an employee. I just don't think most employers believe they can't easily replace most workers -- not yet!

Of course, there are benefits that help retain top talent without a big investment -- smart employers have figured that out.

What are those perks?

Rosemary Haefner, Vice President of Human Resources at CareerBuilder, "Being compensated well will always be a top consideration, but we're seeking work-life balance, telecommuting options and learning opportunities outweigh other job factors when an employee decides whether to stay with an organization."

So readers, what are your thoughts? Do you think companies are beefing up perks? Do you think they have realized yet that they will need to do that to keep their good workers?

 

 

How to brand yourself as a remarkable employee

At some point or another, we all need a career boost. Whether you’re going into the dreaded performance review or need to find a new job, expanding and grooming your professional brand will always be a priority if you want to advance yourself.

But, how can you forgo the same tried solutions and become a remarkable employee? More importantly, how can you boost your career in the process, particularly in the eyes of a supervisor?

Today my guest blogger is Morgan Norman, CEO of WorkSimple, the social performance application that fundamentally changes the way employees and companies view performance and each other. You can connect with Mr. Norman and WorkSimple on Facebook and @getsimple on Twitter. As we close out the year, it may be the ideal time to put his tips to good use.

 

 
1. Set a focus: Believe it or not, your manager may not know what you do on an everyday basis.
In fact, they may assume that you’re working on a certain objective when it’s been passed on to someone else or no longer relevant. You typically have four to five focuses, depending on your role. Setting concrete focuses and then assigning goals under that focus can give your manager the feedback they need, while at the same time cluing them in on why you deserve the promotion, salary bonus, or job. Setting a focus also lets your manager know what your strengths are — which, again, they may not be aware of.

2. Go visual: We live in a visual world, so why shouldn’t your work portfolio follow suit? A great way to showcase your work is to have a visual storyboard that tells your personal WorkStory. Plus, you no longer need to be a designer to build a biography of your accomplishments. Many platforms out there make it easy to showcase your work in minutes, helping you manage your own work portfolio. Additionally, visual storyboards can help you be that remarkable employee. First, your manager can see exactly what you accomplished, what you’re working on, and how you got there. Next, a visual element is much easier to relay than words on paper. After all, if there are visual elements in your portfolio, it makes your work exciting, which puts you on a higher plateau than your competition.

3. Tailor your content: When you’re in a room with a manager, do you think they want to hear about the work you did last year or the work you did last week? Probably the latter. By tailoring your content to what matters now or in the recent past, you give your manager insight on your current achievements and objectives. Think about setting a few focuses (as I stated above), and tailoring your content towards it. That way, your manager can see what you’re working on in real-time.

4. Share your accomplishments: Take control of your career by transforming
how you share work and capture your accomplishments. For example, you can create a work portfolio that allows your best work to shine. Further, you can also highlight your top five accomplishments and relay to your manager why hitting these goals made an impact on your company. When it comes down to it, you can’t transform team or company culture without sharing; it takes action. So take it.

5. Get feedback: Endorsements and recommendations of others can have a huge impact in your career. By getting that little check mark, your great work can shine across the organization. Anything from a LinkedIn recommendation to written praise by coworkers, managers, or partners can be that little push you need to be remarkable in the eyes of your supervisor.

What are some approaches you have used to position yourself as a remarkable employee?

 

Guess what American workers and bosses fear most this Halloween?

As we head into the final quarter of 2012, I'm sensing a lot of angst. People are fearful about the economy and they're uncertain about whether things are getting better. I asked American workers, small business owners and top execs about their biggest concerns and shared them with readers in my column today.....

 

I'd love to hear what concerns are on your mind!

 

Workplace fright grips South Florida workers

By Cindy Krischer Goodman     

We asked South Floridians what scares them the most about the workplace and we asked experts how to manage those fears.

 Rosie DeRosa and Alice Roque, owners of myCottera.com

Attorney Detra P. Shaw-Wilder

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By Cindy Krischer Goodman

balancegal@gmail.com

            Behind the masks and scary costumes this Halloween are American workers with real fear about what the last few months of the year will bring.

Workplace fright has gripped everyone from top executives to desk clerks. It ranges from fear of being fired to concerns about hitting performance goals or losing business to a competitor.

“There’s a lot of uncertainty out there in this business climate and that has created a lot of fear,” says Ryan Skubis, Florida district director for staffing agency Robert Half International.     

      A new survey by Accountemps, a Robert Half company, shows it is not ghosts, goblins or even public speaking that scare workers most — it’s making a mistake on the job. This angst stems from scaled down workplaces where workers now do the job of two, three or four workers. “People are putting so much pressure on themselves,” Skubis says. “They have a lot on their plates and they don’t see a lot of hope for slowing down.”

An effective fear buster is open communication with a manager or client. Instead of hiding mistakes, a worker should feel it is okay to fess up, suggest ways to correct the situation or ask for guidance, he says. “Mistakes happen all the time. Even leaders make mistakes. It is how we go about fixing them that matters.”

At the top levels, executives say they fear falling short of year-end projections. In some businesses, profits in prior years came from cost-cutting. Now, with little left to cut, revenue increases depend on growth and in some cases, it’s not there. Alex Trujillo, a senior manager at a wireless company, says the year has been more volatile for sales than expected. Now, he’s worried people won’t spend in the traditionally stronger fourth quarter and shareholders will be disappointed. “It’s a realistic and widespread concern.”

Trujillo’s fear of disappointing numbers trickles down to managers at all levels in businesses, says Kathi Elster, a management consultant and executive coach. They are afraid of new management coming in and making changes. As companies try to rebound, some workers are concerned about a younger person with specific technological skills replacing them, Elster says.

Elster suggests managing this fear by staying ahead. “Get active in your industries, attend conferences find out what’s coming in your field and get trained in it.” You may have to spend your own time and money doing this, she says. “It’s your insurance policy. That’s the world we’re in today.”

 

Read more....

Read more here: http://www.miamiherald.com/2012/10/30/3074830/facing-workplace-fears.html#storylink=cpy

Why we're miserable at work. The reason might surprise you.

Lately, I'm starting to wonder about all the negativity I'm hearing about workplaces.

I've heard employees are whining, bosses are bullying  and workers are completely unengaged.

On top of that, employees are stealing each others lunches, sending curt emails, shooting down good ideas and sometimes even getting violent.  

What's going on? Are most people miserable at work?

Of course, not everyone is naturally cheerful. But what's making all of us so unhappy at the place where we spend a good chunk of our waking hours?

A new Study by TellYourBoss.com says our bosses are to blame. 

Bosses are leaving Americans feeling unappreciated, uninspired, lonely, and miserable, says the results of the study conducted by Michelle McQuaid, a consultant who offers positive psychology interventions in the workplace.

The study found that:

 •     Only 36% of Americans are happy at their job and 65% say a better boss would make them happier.

•     31% of employees polled feel uninspired and unappreciated by their boss, and close to 15% feel downright miserable, bored and lonely.

•     Only 38% of those polled describe their boss as “great,” with 42% saying their bosses don’t work very hard and close to 20% saying their boss has little or no integrity.

•     Close to 60% of Americans say they would do a better job if they got along better with their boss.

•     Close to 70% of those polled said they would be happier at work if they got along better with their boss, with the breakdown equal amongst men and women, but younger workers in their 20s and 30s skewed even higher (80%).

•     Over half  (55%) of those polled, think they would be more successful in their career if they got along better with their boss.

•     When stress levels rise at work, a disturbing 47% say their boss does not stay calm and in control. Although 70% of boomers polled say their boss doesn’t lose his/her cool in times of stress.

Most bosses are never offered training for skills required to succeed in their job...something to think about today, which has been declared National Bosses Day.

If you're not too fond of your boss, it might seem repulsive to kiss up. But you might want to consider doing something to improve your relationship with your boss because it most likely will help you better manage your stress. It may as simple as saying thank you as a response instead of grumble or you may want to consider using one of these 5 tricks to beat a bad boss.

Michelle McQuaid at TellYourBoss.com suggests trying to improve your relationship by telling your boss what your strengths are – the things you like doing and are good at - and suggest new ways to use these in your job.

Readers, what action will you take today? McQuaid is encouraging us to share our National Bosses Day action on social media #tellyourboss. I'm planning to tweet my plans @balancegal!

 

 

How the Best Companies handle health and wellness

Every year I look forward to the Working Mother 100 Best Companies. I'm fascinated by who these savvy employers are and what they offer their workers. Like most working mothers, I'm envious of those parents who are fortunate enough to work for companies that want happy workers.

Now, Working Mother named for the first time the Top 10 Best Companies for Health
and Wellness. This new award recognizes top employers that have created programs and policies that encourage health and fitness as a way to reduce stress in the workplace.

The Top 10 Companies for Health and Wellness for 2012 are: Cornell University, Discovery Communications, Ernst & Young, General Mills, Goldman Sachs, Johnson & Johnson, Mercy Health System, Morgan Stanley, Verizon Communications, and Wellstar Health System.

At these companies, seven feature fitness centers, all offer fitness classes and many have on-site medical clinics. General Mills’ on-site fitness center offers personal training and massages, while Goldman Sachs holds a weeklong program on resilience and health. At Discovery, 65
percent of the workforce participated in a four-month fitness challenge.

I spoke with Jennifer Owens, Editorial Director for Working Mother and Working Mother Research Institute, and asked her about the magazine's interest in health and wellness.

Q. Health and wellness certainly is on the minds of most working moms. How did the idea for finding the top employers in this category come about?

A. This was something the work life practitioners were talking about. They see it coming up as an issue because of burnout, employee engagement and productivity concerns. 

 

Q. Did you have a personal interest in the topic?

A. I used to handle wellness on my own when I was single. But between long hours,  keeping the business going and the kids, it's more complicated now. I'm completely passionate about this topic because I do personally need the help.

Q. What, to you, was most interesting about what the Best Companies in this category provide?

A. About 98 percent offer stress management. I thought, "Wow! That's cool because I’m stressed." I wondered, "What is that?"  I learned that it's time management, delegation, work strategy...breathing is part of it and communication is part of it. It's about being part of a supportive team. These companies are teaching employees how to manage their stress and be more resilient.

Q. For what you've seen, what's the key to wellness? What works?

A.  About 81 percent of these Best Companies have fitness centers and walking paths.
But the companies that see a difference are the ones who are getting people to work together to get well.

Q. It's great to work for a big employer that offer on-site fitness centers and other benefits but what can a small employer do?

A. I don't think it costs a lot to have someone come in and talk about stress management or nutrititon. Many small employers also get lower prices for their staff at the local gym. There is a way use the power of your workforce to get everyone involved. I worked at tiny publishing company and we got together and did lunchtime yoga. One lady led it and everyone got involved. It cost nothing. Most of us spend a lot of time at work. If we can carve out time at our workplace for health and wellness, that may be the answer.

Q. How do you squeeze fitness into your schedule?

A. It is very hard. To be completely honest, I should do more. I work from home on Fridays so I use my commute time to go to the gym and work out. I'm not at the point where I can work from home more often. I feel like I'm fighting an endless battle, but I'm working on it again. I think all of us at Working Mother are going to figure it out and come up with a plan. I may have to take the lead.

Q. I know most of the companies on your 100 Best understand the need for flexibility. Do you think there are employers who have made the link between flexibility and wellness?

A. They do at the 100 Best. I think they understand that how you get your work done feeds into your
sense of well being.

 

Here is a full list of the Working Mother 100 Best Companies, now in its 27^th year, and a link to how 10 working moms keep wellness on their to-do lists. I'm also including a fabulous infographic from Working Mother that shows some of the wellness benefits that the Best Companies offer. I think it's interesting that 97 percent offer a weight loss program. That's a tremendous benefit!

 

 

Is workplace boredom the new stress?

It used to drive me crazy to watch a co-worker playing solitaire every day on her computer.

I wondered how she possibly had time to do it. Of course, she eventually got fired. But I'm not really sure she cared. She was a good editor, but she obviously was bored with her job. When she did edit, she seemed pretty talented. It frustrated me that someone in an authority position didn't pick up on her boredom and try to channel her into a more challenging position that made use of her talent.

Forbes reports that boredom has become the unseen productivity killer rippling through workplaces. Sure, most of us are busier than we've ever been. But being busy doesn't mean you're not bored. Right?

From what I've seen, boredom usually leads to a lot of wasted time on the web. Look around your workplace, I bet someone is surfing the web right now.

Productivity expert Andre Angel says Gen Y'ers are more easily bored than any generation in history. Studies show that 53% of them go on the Internet for no reason at all, which leads to some serious time wasting. "They may appear busy, but between checking the latest sports scores, their email, Facebook, Twitter and texting, hours can go by without any real work being done,"  Angel says.

You may be thinking, "My employee can't possibly be bored. I give him tons to do."

Wrong.

Boredom may be commonly understood as not having enough to do, but it's really about not being challenged enough, says Richard Chaifetz, a neuropsychologist and the CEO of ComPsych, a provider of employee assistance programs.

The recession has had something to do with workplace boredom. More of us are stuck doing mundane, repetitive tasks we were forced to take over after our co-workers were laid off. Or maybe we're bored because we have no control over decisions.

 

 “The costs can be extreme—lack of productivity, significant errors and catastrophic accidents,” Chaifetz says.

 

If you're bored, speak up and asked to be challenged more, experts say. If you are a manager, ask your employee what would help them feel more engaged.

 

 

Confess, do you feel bored at work?

Whether or not to work for free, that is the question

Should you or shouldn't you work for free? It's a question you almost certainly will face at some point in your career. Sometimes the answer is yes.

I just interviewed a plastic surgeon who told me when he's at a party or in the men's room, he regularly gets asked for free advice No big deal, he says. Sometimes, giving out free advice results in a client. But then he also gets asked by friends to do nips and tucks for free. He's had to make a rule -- no freebies, no exceptions. 

When is working for free a good idea? 

You may have to face the decision to work for free early in your career when deciding if you want to take an unpaid internship. Or, the dilemma may come later in your career when you must decide whether to take on a project that means more work hours and no additional pay. Of course, it most commonly comes when you own a business and are asked to provide your services for free.

Here are some questions to ask yourself:

1. WIll it pay off in the long run?

I just asked someone to make a DVD montage for me for free. It was actually for my child's school. She did an amazing job and said she enjoyed it. I know I can send lots of paying business her way. So, doing it for free was probably a good choice for her. It almost certainly was a path to payment.

2. Who is asking?

Blogger Penelope Trunk  says  you should consider whether the person asking is well connected and could send business your way. "If you do a good job, they are likely to pay you for the next one—or recommend that someone else pay you. Either way, you’ll get paid," Trunk says.

3. Will it build your resume?

You might not get paid for what you do, but taking an unpaid internship or more managerial responsibility without a raise can pay off later when you are able to use the experience on your resume. Penelope says, "When you start working for free, you need to have a very clear idea of how you are going to describe this work in your resume." 

4. Will you be learning new skills or exposing yourself to new experiences?

Unpaid work for personal growth is a tradeoff some people are willing to make. I recently offered to host a panel discussion on work life balance at a TV station. I didn't get paid but I did learn more about how television journalism works and met some amazing women.  I consider it a win-win.

5. Have you done the gut test?

At the end of the day, you must ask yourself whether you will hate yourself for saying yes to working for free. Most of the time, you know the answer in your gut.

 

When the office walls come down: Can you handle lack of privacy?

One day, I was typing away on my keyboard when I got the call that makes a working mother cringe. My kids were having a fight and one of them wanted me to referee -- from my office cubicle. An open newsroom isn't the most private place to do that and everyone could hear exactly how I was handling the situation.

"You let your brother use your computer for the next half hour," I screamed at my daughter. I remember a single reporter sitting nearby who gave me that I'm-never-having-kids look. I hated the lack of privacy.

Yet, I enjoyed the upside of the office layout. It benefitted me when a co-worker overheard my efforts to find a source for a story I had been working on, and chimed in with the perfect person.

Now the open workspace concept is spreading beyond newsrooms making the semi-privacy of the office cubical a nostalgic dream. Companies like Burger King and U.S. Foods are tearing down the walls in favor of communal workspace. About 70 percent of workers now work in open-plan offices and more companies are considering it, according to a recent news article.

The goal is to increase collaboration among workers and managers. 

Last week Jill Granat, general counsel of Burger King, said when new owners took over her company, one of the first changes was to knock down the walls. "At first your workers will hate it. Then they'll love it," Granat said. She said the arrangement has made her much more productive. She holds fewer meetings, sends fewer emails and can make quicker decision. If you want to ask someone a question, you can tell right away if they're at their desk and just ask them, she said. 

But Granat also admitted her privacy is gone. That can be huge for working parents.

When the walls are low  and the team clustered together, everyone can see what you eat for lunch, when you get up to go to the restroom. They can hear what you say to your spouse and what tone you use. It can seriously affect your work life balance if you feel uncomfortable speaking to your child care provider with your boss overhearing your conversation.

Is workplace privacy a thing of the past? We already have seen our employers monitoring our emails and use of social media. Now, with this trend, should we just get used to having less privacy at work? We we resort to stealth measures...I bet there are a lot of workers sneaking outside to make personal phone calls. Doesn't that cause lost productivity?

Readers, what do you think about the walls coming down? Does this type of workspace make you more productive? Does it weed out the slackers, especially those who cause you to work later? Is the trade off, lack of privacy, worth the benefits?

Who knew? Most executives say they have work life balance

 

Would you believe that out of 4,000 male and female executives in 31 countries around the globe, almost three quarters of respondents (71%) said they have work life balance all or most of the time. Yes, a whopping 7 out of 10 executives feel balanced, says a survey by Accenture. That's MUCH higher than I expected.

The survey, entitled “The Path Forward, also found only about 41% of executives said their career had had a negative impact on their family and only 42% said they often sacrifice time with their family to succeed. So, if you believe the results, executives are feeling pretty fulfilled with their work and home lives.

The GlassHammer thinks there's something else going on. That there's been an acknowledgement that ‘having it all’ is not a reality. And, that there's a new understanding that balance means there are always going to be sacrifices when it comes to work and family, and that making those sacrifices is okay.

Here's another clue for why so many executives feel balanced: The study showed that many more people are using flexible arrangements at work than ever before. In fact, 59% of respondents – male and female – said they utilized some form of flex arrangement. That's a high number considering these are senior level people.

This confirms what I have always suspected. Give emplooyees control over their work schedules and they'll stick around: While the majority of respondents said they were dissatisfied with their current position (57% of women and 59% of men), most named flex arrangements as a reason they are staying with their employer.

What do you think about the high number of executives that say they have work life balance? If you were asked, would you say you have work life balance most of the time?

 

Should Peyton Manning Expect Loyalty?

The media is abuzz in South Florida, tracking every move Peyton Manning makes and speculating whether he will join the Miami Dolphins. The guy must be used to media attention but still looks a little shocked at the circus scene that's playing out.

Just a few days ago, the  NFL’s star quarterbacks was cut loose by the Indianapolis Colts after 14 seasons of  brilliance.  I watched the awkward press conference and monitored the reaction as many Colts fans took to social media to direct anger and frustration at team owner Jim Irsay for letting the franchise icon go.

But should anyone be angry anymore about the lack of employer loyalty?

Both Manning and Irsay suggested that this outcome was forced by circumstance -- Manning's injury and the contract that both parties had agreed to -- and stated that their relationship remains strong. After Irsay spoke, Manning addressed the media as well as Colts fans in Indianapolis. "I do love it here," Manning said, holding back tears. "I love the fans and I will always enjoy having played for such a great team."

To me, the message this emotional parting sent to the public is that no one -- not even the great Peyton Manning -- can expect job security.

Sports is a business.Colts fans, like the rest of us, would like to believe that businesses value their employees. But CEOs do what they need to do for the business.

If there's one thing this current recession showed us, it's that superstars can lose their jobs, too. Over the last few years, I've received tons of email from shocked and devastated employees, who gave their blood, sweat and tears for businesses that closed or restructured or downsized. Suddenly, they found themselves out of work and having a hard time coming to grips with the lack of loyalty.

This new generation of workers watches the Peyton Manning press conference through different eyes. It understands that a job is temporary. The Millenials are always on the lookout for something better and who can blame them!

Can the rest of us come to grips with the new reality? Loyalty is dead on both sides. Job security is last century and very soon Peyton Manning will put on another team's jersey and go to work.

Readers, do you think this new reality has changed the way we work and live? Are we less willing to give a job our all, or more eager than ever to prove ourselves the best so opportunities will come our way?